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  • Lyčių aspekto integravimas
    • Kas yra lyčių lygybės aspekto integravimas?
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    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
        • Gender-responsive public procurement in practice
          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
          • Capacity-building programmes, support structures
          • Regular collaboration between gender equality bodies
          • Effective monitoring and reporting systems on the use of GRPP
          • Tool 1:Self-assessment questionnaire about the legal
          • Tool 2: Overview of the legislative, regulatory and policy frameworks
        • How to include gender aspects in tendering procedures
          • Pre-procurement stage
            • Needs assessment
            • Tool 3: Decision tree to assess the gender relevance
            • Preliminary market consultation
            • Tool 4: Guiding questions for needs assessment
            • Defining the subject matter of the contract
            • Choosing the procedure
            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
            • Light regime for social, health and other specific services
            • Tool 7: Guiding questions for applying GRPP under the light regime
            • Tool 8: Guiding questions for applying GRPP under the light regime
            • Reserved contracts
            • Preparing tender documents
          • Procurement stage
            • Exclusion grounds
            • Selection criteria
            • Technical specifications
            • Tool 9: Decision tree for setting GRPP selection criteria
            • Award criteria
            • Tool 10: Formulating GRPP award criteria
            • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
            • Use of labels/certifications
          • Post-procurement stage
            • Tool 12: Checklist for including GRPP contract performance conditions
            • Subcontracting
            • Monitoring
            • Reporting
            • Tool 13: Template for a GRPP monitoring and reporting plan
        • References
        • Additional resources
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    • EIGE leidiniai apie lyčių aspekto integravimą
    • Concepts and definitions
    • Power Up conference 2019
  • Smurtas lyties pagrindu
    • Kas yra smurtas lyties pagrindu?
    • Smurto formos
    • EIGE tyrimai apie smurtą lyties pagrindu
    • Administracinių duomenų šaltiniai apie smurtą lyties pagrindu
      • Duomenų rinkimas
        • The need to improve data collection
        • Advancing administrative data collection on Intimate partner violence and gender-related killings of women
        • Improving police and justice data on intimate partner violence against women in the European Union
        • Developing EU-wide terminology and indicators for data collection on violence against women
        • Mapping the current status and potential of administrative data sources on gender-based violence in the EU
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    • Nusikaltimų aukų teisių direktyva
    • Smurto lyties pagrindu kaina
    • Cyber violence against women
    • Femicide
    • Intimate partner violence and witness intervention
    • Moterų lyties organų žalojimas
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Geroji praktika, skirta kovoti su smurtu lyties pagrindu
    • Metodai ir įrankiai siekiant kovoti su smurtu lyties pagrindu
    • Baltojo kaspino kampanija
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Reguliavimas ir teisinis pagrindas
      • Tarptautiniai teisės aktai
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      • Strategic framework on violence against women 2015-2018
      • Teisinės apibrėžimai ES valstybėse narėse
    • Literatūra ir teisės aktai
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      • Darbas su suinteresuotosiomis šalimis
        • About the IPA project
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        • Gender equality indices in the region
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    • Gender Equality Forum 2022
      • About
      • Agenda
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      • Practical information
  • EIGE leidiniai
    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
          • Naming conventions
          • Patronising language
      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
        • Invisibility or omission
        • Common gendered nouns
        • Adjectives
        • Phrases
      • Policy context
    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
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Ekspertų forumas

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Ekspertų forumas yra patariamasis instituto organas. Pagrindinė jo funkcija yra teikti profesionalias žinias lyčių lygybės klausimais.

Ekspertų forumą sudaro visų Europos Sąjungos Valstybių narių kompetentingų institucijų nariai, kurie specializuojasi lyčių lygybės klausimų srityje. Kiekviena šalis turi po savo narį ir jį pavaduojantį asmenį. Du narius skiria Europos Parlamentas, tris narius skiria Europos Komisija, kurie atstovauja suinteresuotosioms šalims Europos lygmenyje, po vieną iš:

  • atitinkamos nevyriausybinės organizacijos Bendrijos lygmenyje, kuri yra teisėtai suinteresuota prisidėti prie kovos su diskriminacija dėl lyties ir lyčių lygybės skatinimo;

  • darbdavių organizacijų Bendrijos lygmenyje;

  • idarbuotojų organizacijų Bendrijos lygmenyje.

Valstybės narės ir Komisija siekia, kad Ekspertų forume būtų subalansuotas vyrų ir moterų atstovavimas.

Nariai skiriami trejų metų kadencijai.

Ekspertų forumo nariams: prieiga prie Ekspertų forumo darbo aplinkos EuroGender puslapyje (prisijungti gali tik Ekspertų forumo nariai).

Experts' Forum 2019-2021

Belgique / België / Belgium (BE)

Member

Mr Jeroen Decuyper Aerts

Attaché

Institute for the Equality of Women and Men


Alternate

Ms Carine Joly

Advisor

Belgian Institute for the Equality of Women and Men

България / Bulgaria (BG)

Member

Mr Teodor Tsanev

Senior Expert

Department for Equal Opportunities, Anti-Discrimination and Social Assistance Benefits

Ministry of Labour and Social Policy


Alternate

Ms Slavka Radeva

Labour Law and Labour Conditions Department,

Ministry of Labour and Social Policy

Česká republika / The Czech Republic (CZ)

Member

Ms Kristýna Kabzanová

Department of Gender Equality

Office of the Government of the Czech Republic


Alternate

Mr Zdeněk Sloboda

Department of Media and Cultural Studies and Journalism, Faculty of Arts, Palacký University Olomouc;
Department Gender & Sociology, Institute of Sociology, Czech Academy of Sciences

Danmark / Denmark (DK)

Member

Ms Stine Thiedemann Faber

Associate professor

Aalborg University, Department of Culture and Global Studies


Alternate

Mr Kenneth Reinicke

Associate professor

Institute for Social Sciences and Business, Roskilde University

Deutschland / Germany (DE)

Member

Ms Waltraud Dahs

Head of Division

Division for European and International Gender Equality Policy

Federal Ministry for Family Affairs, Senior Citizens, Women and Youth


Alternate

Mr Thilo Engel

Policy Officer

Federal Ministry for Family Affairs, Senior Citizens, Women and Youth

Eesti / Estonia (EE)

Member

Ms Reet Laja

Chair of the Board

Estonian Women Studies and Resource Centre (ENUT)


Alternate

Ms Helen Biin

Adviser

Equality Policies Department, Ministry of Social Affairs

Éire / Ireland (IE)

Member

Pending appointment

 

Alternate

Pending appointment

 

Ελλάδα, Elláda / Greece (EL)

Member

Ms Christina Agoritsa

General Secretariat for Demography, Family Policy and Gender Equality

Ministry of Labour and Social Affairs


Alternate

Mr George Pateropoulos

General Secretariat for Demography, Family Policy and Gender Equality

Ministry of Labour and Social Affairs

Employers’ Organisations

Member

Ms Trine Birgitte Hougaard

 

Alternate

Ms Ulveson

 

España / Spain (ES)

Member

Mr José Luis Burgos Fresno

Technical Adviser of Studies in the Women’s Institute (Spain)

Women’s Institute (Spain)


Alternate

Ms Donna Coriat Gonzalvo

D.G. violencia de Genero. Ministerio de Sanidad, Servicios Sociales e Igualdad

European Parliament

Members

Ms Edit Bauer

Member of the European Parliament

European Parliament

Mr Mikael Gustafsson

Vice President

Unizon


Alternate

Ms Petra Meier

Professor in Politics

University of Antwerp

Ms Gotelind Alber

Co-founder

GenderCC - Women for Climate Justice

European Trade Union Confederation

Member

Ms Anja Lahermaa

 

Alternate

Mr David Joyce

 

EU-level Non-Governmental Organisation

Member

Ms Laura Albu

European Women’s Lobby

Alternate

Ms Katrin Hugendubel

ILGA Europe

France (FR)

Member

Mr Martin Szcrupak

Secrétariat d'État chargé de l'Égalité entre les femmes et les hommes et de la Lutte contre les discriminations

Alternate

Pending appointment

 

Hrvatska / The Republic of Croatia (HR)

Member

Ms Ana Maskalan

Research Associate

Institute for Social Research in Zagreb

Alternate

Ms Tamara Sterk

Counselor and Psychologist

Office for Gender Equality

Italia / Italy (IT)

Member

Ms Cristiana Carletti

Associate Professor of International Law

Roma Tre University


Alternate

Ms Francesca Ballacci

Specialist and expert in the sociological and statistical fields

Department for Equal Opportunities

Italian Presidency of the Council of Ministers

Κύπρος, Kýpros / Cyprus (CY)

Member

Ms Alexia Hadjikoumi

Employment Officer

Department of Labour

Ministry of Labour, Welfare and Social Insurance

Alternate

Ms Andri Savva

Officer

Office of the Commissioner for Gender Equality

Latvija / Latvia (LV)

Member

Ms Iluta Lace

Director

MARTA Centre


Alternate

Mr Juris Dilba

Head of Regional Branch in Liepaja of MARTA Centre

MARTA Centre Liepāja regional branch

Lietuva / Lithuania (LT)

Member

Ms Greta Tumėniene

Ministry of Social Security and Labour of the Republic of Lithuania


Alternate

Pending appointment

Luxembourg (LU)

Member

Ms Tonie M van Dam

Professor

University of Luxembourg

Alternate

Pending appointment

Magyarország / Hungary (HU)

Member

Ms Margit Batthyány-Schmidt

President

Union of Hungarian Women


Alternate

Ms Rita Nagylaki

Women’s Policy Officer

Ministry of Human Capacities

Malta (MT)

Member

Ms Renee Laiviera

National Commission For The Promotion Of Equality


Alternate

Pending appointment

Nederland / The Netherlands (NL)

Member

Nomination pending

 


Alternate

Mr Sjoerd Warmerdam

Ministry of Education, Culture and Science

Österreich / Austria (AT)

Member

Ms Vera Jauk

Head of Department

Department on Gender Equality Policies and Legal Matters

Austrian Federal Chancellery, Division on Women and Gender Equality


Alternate

Mr Michael Holzer

Acting Head

Working Group for Equal Treatment Issues

Federal Ministry of the Interior

Polska / Poland (PL)

Member

Ms Ewa Mazur-Wierzbicka

Profesor

University of Szczecin, Faculty of Economics and Management

 

Institute of Human Capital Management

 


Alternate

Ms Monika Waluś

 

Portugal (PT)

Member

Ms Teresa Alvarez

Commission for Citizenship and Gender Equality

Alternate

Mr João Paiva

Senior Officer

Commission for Citizenship and Gender Equality

România / Romania (RO)

Member

Ms Maria Ulican

Legal adviser

National Agency for Equal Opportunities between Women and Men


Alternate

Ms Carmen Niculescu

Senior adviser

National Agency for Equal Opportunities between Women and Men

Slovenija / Slovenia (SI)

Member

Ms Sonja Robnik

PhD, Secretary

Ministry of Labour, Family, Social Affairs and Equal Opportunities


Alternate

Mr Iztok Šori

Director

Peace Institute, Institute for Contemporary Social and Political Studies

Slovensko / The Slovak Republic (SK)

Member

Ms Silvia Porubänová

Director and Senior Researcher

Institute for Labour and Family Research


Alternate

Mr Daniel Gerbery

Senior Researcher and Deputy Director for Research

Institute for Labour and Family Research

Suomi / Finland (FI)

Member

Ms Reetta Siukola

Development Manager

Minna, Centre for Gender Equality Information


Alternate

Ms Eeva Raevaara

Ministerial Adviser

Gender Equality Unit

Ministry of Social Affairs and Health

Sverige / Sweden (SE)

Member

Ms Anna Collins-Falk

Swedish Gender Equality Agency


Alternate

Mr Eberhard Stüber

Swedish Gender Equality Agency

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